Members of the Guild approved the switch to the Blue Shield of Northeastern New York plan for next year.

Turnout was light as many viewed the new health care plan as similar, and in some ways better, than the existing plan.

The final tally was 40-4.

You can read our earlier report on the proposal here.

And if you’d like to look up information on whether your doctor participates, you can search here.

The Times Union has received enough buyout responses that involuntary layoffs will not be necessary, publisher George Hearst said today.

Sixteen people – including some from the exempt ranks – applied for buyouts, Hearst said.

“We have probably nine of those we can accept,” the publisher said. “Of the nine, there are five in the newsroom.”

In editorial, three Guild members and two exempt employees are likely to receive the buyout.

Hearst said that those numbers were sufficient so that no layoffs would be necessary.

“We are very glad to hear that only voluntary buyouts will occur,” Guild President Tim O’Brien said. “While we hate to see the size of the staff shrink any further, we also prefer our members to leave voluntarily with extra money in their pockets than to be laid off.”

Guild members will vote Tuesday on the proposed switch to a new health care plan. The vote will be from noon to 2 p.m. and 5-7 p.m. in the Executive Conference Room.

The company’s proposal involves moving to a Blue Shield of Northeastern New York plan. The Guild’s executive board recommends a yes vote.

In most ways, the two plans are similar. The deductible will stay at $750, and the company will cover the rest of the deductible up to $2,000 for an individual and $4,000 for a family. Once that cap is reached, people will pay up to 10 percent of their medical costs with a cap again of $2,000 for an individual and $4,000 for a family. Medical expenses after that are fully covered.

The main difference with the Blue Shield plan is that rather than pay 10 percent for office, urgent care and emergency room visits, employees would pay a flat $20 for office visits, $50 for urgent care visits and $75 for emergency room visits.

In many cases, especially doctor visits, that flat fee might be more expensive than the 10 percent would be. Those payments, however, would be counted toward the cap under the 90/10 split. That means the maximum liability for an employee would not increase.

In addition, medications would also count toward the cap under the 90/10 split, which is not the case under the current plan. For members with chronic illnesses that require regular medication, this could lower costs a bit.

The out-of-pocket cost for the employee share would rise a little over $2 a week – a total of $107 for the year. This figure includes both medical and dental coverage. The weekly contribution would rise from the current $35.70 a week to $37.76.

Employees must be members in good standing to be eligible to vote, which means either paid up in dues or signed up for a payment plan. You can pay back dues right before voting.

Guild members will get a chance to ask questions about the proposed health-care plan at a meeting with the company’s insurance broker at 2:30 p.m. Wednesday. A vote on the plan will be held from noon-2 p.m. and 5-7 p.m. Tuesday, Nov. 15. Both will occur in the executive conference room on the second floor.

The company’s proposal involves a switch to a Blue Shield of Northeastern New York plan.

In most ways, the two plans are similar. The deductible will stay at $750, and the company will cover the rest of the deductible up to $2,000 for an individual and $4,000 for a family. Once that cap is reached, people will pay up to 10 percent of their medical costs with a cap again of $2,000 for an individual and $4,000 for a family. Medical expenses after that are fully covered.

The main difference with the Blue Shield plan is that rather than pay 10 percent for office, urgent care and emergency room visits, employees would pay a flat $20 for office visits, $50 for urgent care visits and $75 for emergency room visits.

In many cases, especially doctor visits, that flat fee might be more expensive than the 10 percent would be. Those payments, however, would be counted toward the cap under the 90/10 split. That means the maximum liability for an employee would not increase.

In addition, medications would also count toward the cap under the 90/10 split, which is not the case under the current plan. For members with chronic illnesses that require regular medication, this could lower costs a bit.

The out of pocket cost for the employee share would rise a little over $2 a week or $107 for the year.

Guild members approved a buyout offer Thursday, and those who wish to take it have until next Friday to apply.

The vote was 51-3, with turnout heavy among editorial employees, who are being targeted for the buyout, and light from other departments.

The offer includes three weeks of pay for every year of service, with a minimum of 15 weeks’ pay and a maximum of one year’s income. People would receive health care for the same period. Those who opt out of health care would get 15 percent of the net premium, prorated based on the number of weeks’ pay and minus a 21 percent share of the costs.

Employees who take the buyout would not have to pay the $750 health care deductible, and their share of the health care costs would stay at 21 percent.

The company has agreed not to challenge claims for unemployment.

Publisher George Hearst has said he is looking to trim six to nine positions, with editorial and exempt employees being the focus of the reductions. Exempt managers also have been given until next Friday to apply. Guild-covered employees in other departments can apply but Hearst has said those are not the targeted areas.

Guild members who are thinking of retiring should ask Carole Hess for an estimate of what their pension would be.

The company has the right to decide who is given the buyout. Members who apply do have a window in which they can change their minds. The Times Union has said it wants the workers to leave by December 31 to be off the books for 2012.

Carole Hess will send out an email to employees with information and an application form.